2024 UK eVisa transition: What employers must do

Are you ready for the December 31 deadline?

With the December 31, 2024 deadline approaching, UK employees must transition from Biometric Residence Permit (BRP) cards to the new eVisa system. Many of our customers have already begun preparing by reaching out to their international candidates and conducting workforce reviews.

If your business hasn’t started yet, it’s crucial to act now to ensure compliance.

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Right to Work Checks Experian’s Right to work platform is ready for the transition, helping employers avoid errors and streamline the Right to Work process. Find out more

What’s changing?

By December 31, 2024, all BRP cards will expire. Employees and candidates holding BRP cards must switch to a digital eVisa, accessed through a UK Visas & Immigration (UKVI) account.

Employers need to understand these key points:

BRP holders will no longer be able to provide proof of their immigration status using the physical card.
BRP holders could face issues re-entering the UK without an eVisa.
Proof of immigration status will now be provided through the UKVI system using a Share Code, which employers must verify during Right to Work (RTW) checks.

How this affects employers

The switch to the eVisa system will significantly change RTW checks, moving away from physical documents to digital proof. Employers must be ready to handle eVisas by December 31, 2024.

Here’s what you need to do:

Update your HR processes

Make sure your teams know how to verify eVisas using Share Codes instead of physical BRP cards.

Communicate with BRP holders

Advise candidates and employees who hold BRP cards to switch to an eVisa as soon as possible.

Adjust your RTW procedures

Ensure your systems can manage the new digital processes.

Managing BRP holders

While employers aren’t responsible for directly transitioning employees to eVisas, your HR team must be ready to guide them through the process.

Here’s what you need to know:

For BRP holders exempt from transitioning

British citizens and BRP holders with EUSS Pre-Settled or Settled Status don’t need to transition. However, those with a Certificate of Entitlement to the right of abode may need to act, pending further Home Office announcements.

For candidates presenting BRP cards

If a candidate shows a BRP card during a RTW check, advise them to switch to an eVisa, create a UKVI account, and generate a Share Code. This code will act as their proof of immigration status going forward.

For employees who previously presented BRP cards

No immediate action is required for current employees who presented BRP cards at the time of hire if the check followed Home Office guidelines. However, future re-checks will require an eVisa Share Code.

Next steps: How to prepare

With the deadline nearing, here’s what your business should do:

Review your workforce: Identify employees with BRP cards and ensure they’re aware of the upcoming changes.
Train your HR teams: Make sure they know how to verify eVisas and Share Codes.
Conduct an audit: Consider partnering with Experian to conduct a Right to Work audit to ensure your business is fully compliant with the new requirements.